1. Present a concept of organisational culture.
2. Explain the role culture plays in organisational life.
3. Analyse how organisational culture impacts on company’s effectiveness.
Introduction of organizational culture
Definition of organizational culture
Characteristics of organizational culture
Types of organizational culture
Importance of organizational culture
Strong vs Weak culture
Functions of organizational culture
Creating an ethical organizational culture
How employees can learn Organizational culture
In this slide we will learn that how to Structure and Design an organization and after understanding this you will be able to design and structure the organization.
Introduction of organizational culture
Definition of organizational culture
Characteristics of organizational culture
Types of organizational culture
Importance of organizational culture
Strong vs Weak culture
Functions of organizational culture
Creating an ethical organizational culture
How employees can learn Organizational culture
In this slide we will learn that how to Structure and Design an organization and after understanding this you will be able to design and structure the organization.
Following this presentation you will:
- Identify different cultures and understand their influences on organisation culture.
- Realise the effect of corporate culture on the organisation structure and motivations.
- Understand the consequences of cultural clashes within an organisation.
Following this presentation you will:
- Identify different cultures and understand their influences on organisation culture.
- Realise the effect of corporate culture on the organisation structure and motivations.
- Understand the consequences of cultural clashes within an organisation.
Culture is the unique dominant pattern of shared beliefs, assumptions, values, and norms that shape the socialization, symbols, language and practices of a group of people.
Building an ethical workplace culture requires equal skills in policy-making and relationship-building, and equal emphasis on procedures and values. Structural concerns like codes, training and clear criteria matter, but so do storytelling, mentoring and presiding over an organization’s routines and ceremonies. In an ideal workplace, structures and relationships will work together around core values that transcend self-interest. Core values will inspire value-creating efforts as employees feel inspired to do what is right, even when the right thing is hard to do. The ethics of our workplace cultures matter because the work itself matters and requires the cooperation that only positive, virtuous ethics can sustain. Compliance keeps us out of trouble, but virtuous ethics will create value for our co-workers and for our organization.
Organizational Culture Dynamics (Organizational Management)Manu Alias
A presentation on Organizational culture dynamics and it's characteristics, importance, role, types, etc. It also talks about the corporate culture and it's features.
Organizational Culture- Meaning, Characteristics, Developing and sustaining Culture, Types of Organisational Culture by Goffee & Jones; Handy; Cameron & Quinn, Impact, Role of organizational culture, Issue in Organisational Culture.
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Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. Learning Objectives
1. Present a concept of organisational
culture.
2. Explain the role culture plays in2. Explain the role culture plays in
organisational life.
3. Analyse how organisational culture
impacts on company’s effectiveness.
3. Culture
Material and spiritual heritage produced by
people in the course of societal
development.development.
The ideas, beliefs and customs that are
shared and accepted by people in a
society.
4. Organisational Culture
Material and spiritual heritage produced by
the members of organisation.
The attitudes, ideas, beliefs and customs
that are shared and accepted by people in
a particular organisation.
5. Levels of Organisational Culture
Three levels of culture (Schein, 1981):
1) Artefacts and creations - the visible
manifestations of a culture.manifestations of a culture.
2) Values and ideology – rules, principles, norms,
values, morals and ethics.
3) Basic assumptions and premises –
underlying and typically unconscious
assumptions about the nature of truth and
reality, the nature of human nature, time and
space.
6. Culture at the level of the firm
Organisational culture (Descriptive, analytical)
Analysis of the difference between organisations
as a product of history, technology, product
market, strategy, national culture, management
style.
market, strategy, national culture, management
style.
Corporate culture (Prescriptive, managerial)
An attempt by senior management to achieve
strategic ends by manipulating the culture of the
firm.
7. Values
The importance a person attaches to something
that serves as a guide to action.
Values are also tied in with enduring beliefs that one’s
mode of conduct is better than the opposite mode ofmode of conduct is better than the opposite mode of
conduct.
Influences on values
Personal characteristics
Personal experience and cultural background
Socio-economic position
8. How Values Are Learned
Modeling and identification with the
behaviors of parents, teachers, friends,
siblings.
Communication of values by influentialCommunication of values by influential
persons.
Unstated or implied attitudes of key
people.
Religious training and social morals.
9. How Workers Learn Culture
The socialisation process
A process of coming to understand the
values, norms, and customs of the
organisation.organisation.
Observation of leaders
Leaders provide vital guidance to
new workers through what leaders
pay attention to, measure,
and control.
10. Aligning Individual and
Organisational Values
Employee job performance is likely to be higher.
Employees are more successful and believe
they can reach their career goals.
Employees are more likely to remain with the
firm and to work longer hours.
Employees do not suffer person-role conflict in
attempting to obey orders that clash with
personal values.
11. Creating Strong Cultures
Top management who set goals and guidelines
emphasising core values (usually include loyalty,
enthusiasm, customer care, quality)
High investment in communications network and processes
Rituals to strengthen and reward appropriate behaviourRituals to strengthen and reward appropriate behaviour
Use of corporate heroes
Importance attached to physical environment at work
Careful selection of employees
Emphasis on individual contribution
Strong induction and training programmes